{"id":1257,"date":"2021-10-25T03:50:49","date_gmt":"2021-10-25T03:50:49","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1257"},"modified":"2022-05-05T16:54:36","modified_gmt":"2022-05-05T16:54:36","slug":"caci-2430-wrongful-discharge-in-violation-of-public-policy-essential-factual-elements","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2430-wrongful-discharge-in-violation-of-public-policy-essential-factual-elements\/","title":{"rendered":"CACI 2430 Wrongful Discharge in Violation of Public Policy\u2014Essential Factual Elements"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumbwmxv-6a1747a718d6cbbf49bd070013557cd8\">\n#top .av-special-heading.av-kumbwmxv-6a1747a718d6cbbf49bd070013557cd8{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumbwmxv-6a1747a718d6cbbf49bd070013557cd8 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kumbwmxv-6a1747a718d6cbbf49bd070013557cd8 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kumbwmxv-6a1747a718d6cbbf49bd070013557cd8 av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 2430 Wrongful Discharge in Violation of Public Policy\u2014Essential Factual Elements<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7\">\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchform_wrapper{\nborder-radius:0px 0px 0px 0px;\nborder-color:#edae44;\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #s.av-input-field{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #searchsubmit{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchsubmit_wrapper{\nborder-radius:0px 0px 0px 0px;\n}\n.ajax_search_response.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7{\npadding:0px 0px 0px 0px;\nmargin:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='avia_search_element av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7  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itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumby3ey-34c1c3108b8987b56056718cf82a21b7\">\n#top .av_textblock_section.av-kumby3ey-34c1c3108b8987b56056718cf82a21b7 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumby3ey-34c1c3108b8987b56056718cf82a21b7 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2430\u00a0Wrongful Discharge in Violation of Public Policy\u2014Essential Factual Elements<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was discharged from employment for reasons that violate a public policy. It is a violation of public policy [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify claim in case, e.g., to discharge someone from employment for refusing to engage in price fixing<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. To establish this claim, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove all of the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">1.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was employed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">2.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] discharged [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">3.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert alleged violation of public policy, e.g.,<\/span>\u00a0\u201c<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u2019s refusal to engage in price fixing<\/span>\u201d<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was a substantial motivating reason for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s discharge;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">4.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was harmed; and<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">5.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That the discharge was a substantial factor in causing [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] harm. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New September 2003; Revised June 2013, June 2014, December 2014, November 2018, May 2020 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>The judge should determine whether the purported reason for firing the plaintiff would amount to a violation of public policy. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gantt v. Sentry Insurance<\/span>\u00a0(1992) 1 Cal.4th 1083, 1092 [4 Cal.Rptr.2d 874, 824 P.2d 680]; overruled on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green v. Ralee Engineering Co.<\/span>\u00a0(1998) 19 Cal.4th 66, 80 fn. 6 [78 Cal.Rptr.2d 16, 960 P.2d 1046].) The jury should then be instructed that the alleged conduct would constitute a public-policy violation if proved.<\/p>\n<p>Note that there are two causation elements. First, there must be causation between the public policy violation and the discharge (element 3). This instruction uses the term \u201csubstantial motivating reason\u201d to express this causation element. \u201c[S]ubstantial motivating reason\u201d has been held to be the appropriate standard for cases alleging termination in violation of public policy. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Alamo v. Practice Management Information Corp.<\/span>\u00a0(2013) 219 Cal.App.4th 466, 479 [161 Cal.Rptr.3d 758]; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris v. City of Santa Monica<\/span>\u00a0(2013) 56 Cal.4th 203, 232 [152 Cal.Rptr.3d 392, 294 P.3d 49];\u00a0CACI No. 2507,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cSubstantial Motivating Reason\u201d Explained<\/span>.) Element 5 then expresses a second causation requirement; that the plaintiff was harmed as a result of the wrongful discharge.<\/p>\n<p>If plaintiff alleges the plaintiff was forced or coerced to resign, then\u00a0CACI No.\u20022431,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Constructive Discharge in Violation of Public Policy\u2014Plaintiff Required to Violate Public Policy<\/span>, or\u00a0CACI No.\u20022432,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Constructive Discharge in Violation of Public Policy\u2014Plaintiff Required to Endure Intolerable Conditions That Violate Public Policy<\/span>, should be given instead. See also\u00a0CACI No. 2510,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cConstructive Discharge\u201d Explained<\/span>.<\/p>\n<p>This instruction may be modified for adverse employment actions other than discharge, for example demotion, if done in violation of public policy. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Garcia v. Rockwell Internat. Corp.<\/span>\u00a0(1986) 187 Cal.App.3d 1556, 1561 [232 Cal.Rptr. 490], disapproved on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gantt v. Sentry Ins.<\/span>\u00a0(1992) 1 Cal.4th 1083, 1093 [4 Cal.Rptr.2d 874, 824 P.2d 680]\u00a0[public policy forbids retaliatory action taken by employer against employee who discloses information regarding employer\u2019s violation of law to government agency].) See also\u00a0CACI No. 2509,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cAdverse Employment Action\u201d Explained<\/span>.<\/p>\n<p>For an instruction on damages, give\u00a0CACI No. 3903P,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Damages From Employer for Wrongful Discharge (Economic Damage). <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[W]hile an at-will employee may be terminated for no reason, or for an arbitrary or irrational reason, there can be no right to terminate for an unlawful reason or a purpose that contravenes fundamental public policy. Any other conclusion would sanction lawlessness, which courts by their very nature are bound to oppose.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Casella v. SouthWest Dealer Services, Inc.<\/span>\u00a0(2007) 157 Cal.App.4th 1127, 1138\u20131139 [69 Cal.Rptr.3d 445], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]hen an employer\u2019s discharge of an employee violates fundamental principles of public policy, the discharged employee may maintain a tort action and recover damages traditionally available in such actions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Tameny v. Atlantic Richfield Co.<\/span>\u00a0(1980) 27 Cal.3d 167, 170 [164 Cal.Rptr. 839, 610 P.2d 1330].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe elements of a claim for wrongful discharge in violation of public policy are (1) an employer-employee relationship, (2) the employer terminated the plaintiff\u2019s employment, (3) the termination was substantially motivated by a violation of public policy, and (4) the discharge caused the plaintiff harm.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yau v. Allen<\/span>\u00a0(2014) 229 Cal.App.4th 144, 154 [176 Cal.Rptr.3d 824].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]his court established a set of requirements that a policy must satisfy to support a tortious discharge claim. First, the policy must be supported by either constitutional or statutory provisions. Second, the policy must be \u2018public\u2019 in the sense that it \u2018inures to the benefit of the public\u2019 rather than serving merely the interests of the individual. Third, the policy must have been articulated at the time of the discharge. Fourth, the policy must be \u2018fundamental\u2019 and \u2018substantial.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stevenson v. Superior Court<\/span>\u00a0(1997) 16 Cal.4th 880, 889\u2013890 [66 Cal.Rptr.2d 888, 941 P.2d 1157], footnote omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPolicies are not \u2018public\u2019 (and thus do not give rise to a common law tort claim) when they are derived from statutes that \u2018simply regulate conduct between private individuals, or impose requirements whose fulfillment does not implicate fundamental public policy concerns.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Diego v. Pilgrim United Church of Christ<\/span>\u00a0(2014) 231 Cal.App.4th 913, 926 [180 Cal.Rptr.3d 359].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he cases in which violations of public policy are found generally fall into four categories: (1) refusing to violate a statute; (2) performing a statutory obligation (3) exercising a statutory right or privilege; and (4) reporting an alleged violation of a statute of public importance.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gantt<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 1 Cal.4th at pp. 1090\u20131091, internal citations and footnote omitted, overruled on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green v. Ralee Engineering Co.<\/span>\u00a0(1998) 19 Cal.4th 66, 80, fn. 6 [78 Cal.Rptr.2d 16, 960 P.2d 1046]; accord\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stevenson, supra<\/span>, 16 Cal.4th at p. 889.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]ermination of an employee most clearly violates public policy when it contravenes the provision of a statute forbidding termination for a specified reason\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Diego, supra<\/span>, 231 Cal.App.4th at p. 926)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Discharge because of employee\u2019s] [r]efusal to violate a governmental regulation may also be the basis for a tort cause of action where the administrative regulation enunciates a fundamental public policy and is authorized by statute.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scott v. Phoenix Schools, Inc.<\/span>\u00a0(2009) 175 Cal.App.4th 702, 708\u2013709 [96 Cal.Rptr.3d 159].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn the context of a tort claim for wrongful discharge, tethering public policy to specific constitutional or statutory provisions serves not only to avoid judicial interference with the legislative domain, but also to ensure that employers have adequate notice of the conduct that will subject them to tort liability to the employees they discharge\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stevenson, supra<\/span>, 16 Cal.4th at p. 889.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employee need not prove an actual violation of law; it suffices if the employer fired him for reporting his \u2018reasonably based suspicions\u2019 of illegal activity.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green, supra<\/span>, 19 Cal.4th at p. 87, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employer\u2019s authority over its employee does not include the right to demand that the employee commit a criminal act to further its interests, and an employer may not coerce compliance with such unlawful directions by discharging an employee who refuses to follow such an order.\u2009\u2026\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Tameny, supra<\/span>, 27 Cal.3d at p. 178.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]here is a \u2018fundamental public interest in a workplace free from illegal practices\u2009\u2026\u2009.\u2019 \u2018[T]he public interest is in a lawful, not criminal, business operation. Attainment of this objective requires that an employee be free to call his or her employer\u2019s attention to illegal practices, so that the employer may prevent crimes from being committed by misuse of its products by its employees.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yau, supra<\/span>, 229 Cal.App.4th at p. 157.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn action for wrongful termination in violation of public policy \u2018can only be asserted against\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">an employer<\/span>. An individual who is not an employer cannot commit the tort of wrongful discharge in violation of public policy; rather, he or she can only be the agent by which\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">an employer<\/span>\u00a0commits that tort.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kim v. Konad USA Distribution, Inc.<\/span>\u00a0(2014) 226 Cal.App.4th 1336, 1351 [172 Cal.Rptr.3d 686], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Employees in both the private and public sector may assert this claim. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">See<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Shoemaker v. Myers<\/span>\u00a0(1992) 2 Cal.App.4th 1407 [4 Cal.Rptr.2d 203].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cSex discrimination in employment may support a claim of tortious discharge in violation of public policy.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kelley v. The Conco Cos.<\/span>\u00a0(2011) 196 Cal.App.4th 191, 214 [126 Cal.Rptr.3d 651].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn sum, a wrongful termination against public policy common law tort based on sexual harassment can be brought against an employer of any size.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kim<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 226 Cal.App.4th at p. 1351.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cTo establish a claim for wrongful termination in violation of public policy, an employee must prove causation. (See\u00a0CACI No. 2430\u00a0[using phrase \u2018substantial motivating reason\u2019 to express causation].) Claims of whistleblower harassment and retaliatory termination may not succeed where a plaintiff \u2018cannot demonstrate the required nexus between his reporting of alleged statutory violations and his allegedly adverse treatment by [the employer].\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ferrick v. Santa Clara University<\/span>\u00a0(2014) 231 Cal.App.4th 1337, 1357 [181 Cal.Rptr.3d 68].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIt would be nonsensical to provide a different standard of causation in FEHA cases and common law tort cases based on public policies encompassed by FEHA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mendoza v. Western Medical Center Santa Ana<\/span>\u00a0(2014) 222 Cal.App.4th 1334, 1341 [166 Cal.Rptr.3d 720].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIf claims for wrongful termination in violation of public policy must track FEHA, it necessarily follows that jury instructions pertinent to causation and motivation must be the same for both. Accordingly, we conclude the trial court did not err in giving the instructions set forth in the CACI model jury instructions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Davis v. Farmers Ins. Exchange<\/span>\u00a0(2016) 245 Cal.App.4th 1302, 1323 [200 Cal.Rptr.3d 315].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder California law, if an employer did not violate FEHA, the employee\u2019s claim for wrongful termination in violation of public policy necessarily fails.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Featherstone v. Southern California Permanente Medical Group<\/span>\u00a0(2017) 10 Cal.App.5th 1150, 1169 [217 Cal.Rptr.3d 258].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFEHA\u2019s policy prohibiting disability discrimination in employment is sufficiently substantial and fundamental to support a claim for wrongful termination in violation of public policy.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope v. Auto-Chlor System of Washington, Inc.<\/span>\u00a0(2013) 220 Cal.App.4th 635, 660 [163 Cal.Rptr.3d 392].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlthough the fourth cause of action references FEHA as one source of the public policy at issue, this is not a statutory FEHA cause of action. FEHA does not displace or supplant common law tort claims for wrongful discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kim<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 226 Cal.App.4th at p. 1349.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]o the extent the trial court concluded\u00a0Labor Code section 132a\u00a0is the exclusive remedy for work-related injury discrimination, it erred. The California Supreme Court held \u2018[Labor Code] section 132a\u00a0does not provide an exclusive remedy and does not preclude an employee from pursuing FEHA and common law wrongful discharge remedies.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Prue v. Brady Co.\/San Diego, Inc.<\/span>\u00a0(2015) 242 Cal.App.4th 1367, 1381 [196 Cal.Rptr.3d 68].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCalifornia\u2019s minimum wage law represents a fundamental policy for purposes of a claim for wrongful termination or constructive discharge in violation of public policy.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vasquez v. Franklin Management Real Estate Fund, Inc.<\/span>\u00a0(2013) 222 Cal.App.4th 819, 831\u2013832 [166 Cal.Rptr.3d 242].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Labor Code section 1102.5, subdivision (b), which prohibits employer retaliation against an employee who reports a reasonably suspected violation of the law to a government or law enforcement agency, reflects the broad public policy interest in encouraging workplace \u201cwhistleblowers,\u201d who may without fear of retaliation report concerns regarding an employer\u2019s illegal conduct. This public policy is the modern day equivalent of the long-established duty of the citizenry to bring to public attention the doings of a lawbreaker. [Citation.] \u2026\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ferrick, supra<\/span>, 231 Cal.App.4th at p. 1355.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThat [defendant]\u2019s decision not to renew her contract for an additional season\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">might<\/span>\u00a0have been influenced by her complaints about an unsafe working condition \u2026 does not change our conclusion in light of the principle that a decision not to renew a contract set to expire is not actionable in tort.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Touchstone Television Productions v. Superior Court<\/span>\u00a0(2012) 208 Cal.App.4th 676, 682 [145 Cal.Rptr.3d 766], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018\u2009\u201c[P]ublic policy\u2019 as a concept is notoriously resistant to precise definition, and \u2026 courts should venture into this area, if at all, with great care\u2009\u2026\u2009.\u201d [Citation.] Therefore,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">when the constitutional provision or statute articulating a public policy also includes certain substantive limitations in scope or remedy, these limitations also circumscribe the common law wrongful discharge cause of action<\/span>. Stated another way, the common law cause of action cannot be broader than the constitutional provision or statute on which it depends, and therefore it \u2018presents no impediment to employers that operate within the bounds of law.\u201d [Citation.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dutra v. Mercy Medical Center Mt. Shasta<\/span>\u00a0(2012) 209 Cal.App.4th 750, 756 [146 Cal.Rptr.3d 922], original italics.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u2009272<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 5-(I)B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wrongful Discharge In Violation Of Public Policy (Tameny Claims)<\/span>, \u00b6\u00b6\u20095:47, 5:50, 5:70, 5:105, 5:115, 5:150, 5:151, 5:170, 5:195, 5:220, 5:235 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Public Policy Violations, \u00a7\u2009\u20095.45<\/div>\n<div>4 Wilcox,\u00a0California Employment Law, Ch. 60,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Liability for Wrongful Termination and Discipline<\/span>, \u00a7\u200960.04\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 249,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Law: Termination and Discipline<\/span>, \u00a7\u00a7\u2009249.12,\u00a0249.50\u2013249.52\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Wrongful Termination and Discipline<\/span>, \u00a7\u00a7\u2009100.52\u2013100.61B (Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u00a7\u20096:23\u20136:25 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-6u6jw9-17ccde34a99faf55c2f8a50856522e2c hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-672ah5-c8b444556e9bb82a865ac4e06bbf70c0\">\n#top .av_textblock_section.av-672ah5-c8b444556e9bb82a865ac4e06bbf70c0 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-672ah5-c8b444556e9bb82a865ac4e06bbf70c0 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1257","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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